BACKGROUND:
The City and The American Federation of State, County and Municipal Employees (“AFSCME”) via the Memorandum of Understanding (“MOU”) began negotiations over a successor Memorandum of Understanding (MOU). The negotiation teams reached a full agreement for a three (3) year contract for the period of January 1, 2023, through December 31, 2025.
DISCUSSION:
The terms agreed to by the parties include the following:
1. Term – January 1, 2023 – December 31, 2025 (3-year term)
2. Gender Pronoun Replacement – All references to he/she change to “they”, All references to his/her change to “their.”
3. Remove duplicate sections from Personnel Rules:
i. Equal Employment Opportunity
ii. Criminal Conviction
iii. Military Duty
iv. Family Illness Leave
v. Family Medical Leave
4. Board Release Time for Union Business (NEW) - Up to six (6) AFSCME Board Members shall be afforded a combined total of up to 120 hours per calendar year to use for union related business and training.
5. Salary Increase –
A. No cost-of-living year 1
B.2.5% effective the first pay period following January 1, 2024 C.2.5% effective the first pay period following January 1, 2025
Any member employed at the time of ratification is eligible to receive the $15K one-time, non-Persable supplemental pay. Employees on probation must wait to receive the one-time supplemental pay until after successfully completing probation.
6. Merit Increase Advancement – Update language to illustrate process.
7. AO Compensation – Eliminate step 1 for both paramedic and EMT and start at step 2; longevity after step 6.
8. Standby Pay shall be dependent on employee’s shift.
9. Acting Appointments – Clarify process.
10.Shift Differential – incorporate side letter excluding AOs for shift differential pay.
11.Re-opener (Dispatch EMD) December 2023. Evaluate EMD job duties, job description, and determine specialty pay.
12.Probationary Period – Ambulance operators serve a probationary period of 12-months, or 2080 working hours, whichever is greater. Add “whichever is greater” to others.
13.Discipline – Clarifying the following discipline sections. Written Reprimand, Demotion, Dismissal, and Most Severe Discipline.
14.Attendance and leave – clean up language; move from Article 12.10.4 to
12.4.2 to align with Articles.
15.Vacation Leave – Shift vacation accruals to begin at 4.62 hours per pay period from 3.69 per pay period keeping the current cap at 8.31 with 10 years or more.
Hrs./Pay Period Hrs./Year
Less than 2 years 4.62 120
2 to 5 years 5.54 144
6 to 9 years 6.46 168
10 years or more 8.31 216
16.Holidays – Follow the Annual Holiday Council Resolution; cannot exceed 11 designated days prior to the parties meeting and conferring.
17.Holiday Time – Ambulance Operators shall be credited 12 hours per designated holiday; total holiday time shall be 144 hours.
18.Compensatory Time – Change cash out to fiscal year.
19.Effect of Absence on Sick Leave – Clean up language.
20.Health Insurance – Increase health cap effective:
i. January 1, 2024, by:
Single = $110.97
Single + 1 = $222.30
Family = $341.49
i. January 1, 2025, by:
Single = $108.73
Single +1=$220.19
Family = $397.62
21.HSA Contribution – Increase by $15 per month.
22.Deferred Compensation – Increase by $8.84 per pay period.
23.Wellness Program – Follow City Policy; remove 75/25 cost.
24.Bilingual – Increase by $15 per pay period.
25.The City and Association agree to meet and confer to develop an AO advancement policy by June 30, 2023.
26. AOs Re-certification and Re-licensure – Reimburse reasonable AOs recertification fees and costs upon presentation of the renewed certificate and receipt(s) for proof of payment.
FISCAL IMPACT:
Year 1 $ 79,704
Year 2 $194,648
Year 3 $234,681
Total $509,034